Artikel Contoh Lembaga Cons

7/28/2019 Artikel Contoh Lembaga Cons

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Solo North Consulting provides two distinct services to Owner/CEO clients:

1) Bottom line planning and performance improvement.2) Assessment services to clients who want to know where they stand.

Purpose

Our clients are classic entrepreneurs who have successfully built therebusinesses over the years. However, the current economic conditions require morefrom every organization. Solo North exists to assess where an organization is anddrive it to the owner's desired results.

At Solo North, we are most experienced at quickly entering your organization,assessing the barriers, and assisting to get the client on track to their objectives.Simple, effective, and valuable. We have provided these strategic services to manyorganizations in many industries over many years.

Philosophy

We believe, regardless of the type of business, that organizations indeed havethe human capital to provide for an owner's requirements. We help develop andleverage that capital.

Michael C. Trufant is Solo North's principal and primary consultant in our practice.He has extensive experience both as a CEO and private-practice consultant. He wasa CEO in the wireless industry for over 10 years as that industry went throughdramatic change. Then his experienced deepened as a practicing consultant toorganizations as large as the Fortune 500 and as small as small family businessesand non-profits.Next Steps

Don't hesitate to find out how you can move forward. Contactus for moreinformation. The value of moving forward for you and your organization is significant.

The value of using Solo North is making that move smoothly. We've takenorganizations through next level improvement. You don't want to do that alone.

Depth in Consultants

Solo North has a resource pool of networked consultants, each with a specificarea of expertise and key practice skill. This exclusive network provides a broad peernetwork from which to collaborate and share solutions to the ultimate benefit of ourclients. Our clients look to us for solutions. We have some of the best practitioners inmany areas of service.
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http://www.consultingtools.com/en-us/

Personality Assessment

The Career Profile Online is a brief self-scored online career interestinstrument suitable for employees at all levels of the organization. Thistheory-based and validated career interest inventory provides targetedfeedback in three areas, providing a complete profile of an employee'scareer stage, interests, motivational anchors, job/career pathpreferences, and political acumen style.

The Career Profile Inventory Scales Include:

Career Stage

Entry Development

Balanced

Exploration

Career Path Preference

Managerial

Specialist

Generalist

Entrepreneurial

Political Style Orientation

Promoter

Strategist

Team Player

Independent Player

Identify the True Career Path Preferences of Your Employees

The Career Profile Online is composed of 40 questions measuring therespondent's current situation ("The Way it is Now") and compared tothe way he/she would like it to be ("The Way I'd Prefer it to Be").Administration takes approximately 20-30 minutes and the feedback

results are automatically available online. The comprehensivesummary feedback report compares and contrasts current to idealpreferences in career stage, path preference and political styleorientation. By analyzing the "gaps" you will quickly identify the causesof employee satisfaction resulting in increased productivity andretention....and reduced turnover.

Use it for Coaching, Training or Career Management


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The Career Profile Online is an ideal assessment tool to be used for executive and

management coaching, career counseling, outplacement, employee development,

performance evaluation, succession planning, and supervisory training, and managementdevelopment programs. The Career Profile Online report also includes an action plan to

support career and professional development goal workshee

At glace 40 questions

internet/paper scoring

bureau processing

easy to read report

Facet 5

106 questions

internet system

software

paper scoring

bureau processing

easy to read report

accreditation courses

Realizing the talent of people is a constant priority for organizations.This involves careful attention to Recruitment, Selection, TeamIntegration, Leadership & Management and Career development at alllevels. Many of these fields have developed greatly in recent yearsoften producing their own set of models and languages, which must belearned and understood.

Facet5 is a model of personality, which allows managers to understandhow people differ in their behavior, motivation, attitudes andaspirations. It is based on recent developments in personality theory

and management development and yet is simple and practical to use.

Facet5 can be applied in all of these areas and can provide a commonlanguage. The simplicity and robustness of Facet5 makes it ideal foruse in any situation where individual differences are important.Personnel professionals and line management alike can use it tounderstand and manage staff individually and in teams. It alsoprovides a solid structure for individuals to learn about themselves,
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their interactions with others and the strategies available to ensureeffective teamwork

Facet5 works at all levels from individual assessment throughselection, recruitment and team integration. Facet5 can even be

extended to understand culture and values at a team or corporatelevel.

Organizations wishing to use Facet can now take advantage of our new internet-basedautomated system; E-Facet. E-Facet allows organizations to send out customized

invitations to a candidates e-mail address and receive back completed reports

automatically by e-mail as a PDF document. For more informationcontact

in-basket simulation

23 tasks to respond to

90 minutes to complete

self scored

bureau processing

easy to read report

Whether you are hiring, training or coaching, youll find several uses for this supmanagement assessment instrument. Validated against actual performance, thisample simulation lets you accurately measure competencies critical to successsupervisors and managers.

Many things arent easily measured in an interview or resume - how people solvmake decisions, or how they plan and delegate. The In-basket Simulation providexperience that has people demonstrate actual skills and abilities critical to effeperformance. This supervisory and management simulation brings additional obnew hire and promotional decisions. And it meets all Equal Employment OpportuCommission guidelines.

Based on job analyses of supervisory and management positions in diverse industries, the In-basket Simulation measures

competencies:

Initiative Interpersonal Sensitivity

Planning/Organizing

Delegation

Administrative Control

Problem Analysis

Judgment
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Decisiveness

In addition, two versions of the In-basket Simulation are available; one for servicand the other for production or manufacturing industries.

You can score the In-basket Simulation on your own with a competency-based sand print out a complete report on the spot with our software. Or you can mail tparticipants materials to us and well score it and send you the report.

The In-basket Simulation professional feedback report gives you a comprehensivof the participants strengths in each of the 8 competency areas. The narrative sreport includes suggestions for development and resources for enhancing effect

60 questions


bureau processing

easy to read report

StyleView identifies a persons' decision-making style and offers specific informa

capitalize on that style for greater success. It also points out possible areas of cotension and offers suggestions for improving your style or relationships. Knowingdecision style can help to:

Increase self-awareness and understanding of the consequences of certain behavior

Have a greater insight into job success and job fit

Reduce friction and improve relationships

Assess the different styles within a team and improve team effectiveness

StyleView can be used to give an insight into an individual's:

speed and thoroughness

adaptability

openness to new ideas

innovation risk taking

methods of influence and leadership

behavior within a team

StyleView assesses 5 different types of decision-making styles:


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Decisive - fast, action-orientated, efficiency minded

Flexible - fast, action-orientated, adaptable

Hierarchic - analytic, methodical, logical, quality

Integrative - analytic, exploratory, creative

Systemic - analytic, comprehensive, prioritized solution strategies

Decision styles are not related to intelligence or aptitudes. StyleView is a versionDriver Decision Style Model which has been in use for over three decades. StyleVthe root causes of behavior and is the perfect companion tool for our 360 feedbwhich show effects of behavior.

184 questions

26 thinking dimensions

software

paper scoring

bureau processing

easy to read report

accreditation courses

Mankind has been thinking about thinking since the time of the ancient Greeks. Styles offers you a very useful way of learning about different styles of thinking understanding the implications and uses of each type.

The original concept for the Thinking Styles psychometric was developed by FionJones in 1995 as a means of adding value to personal and professional developmprogrammes.

Thinking Styles measures peoples' cognitive and linguistic preferences and leveat work for twenty-six 'types' of thinking (dimensions). It does not measure yourability, nor is it a measure of your 'intelligence'.

Thinking Styles has a unique scoring system. Not only does it identify and measto which you like thinking in a particular way, it also measures the degree to whthinking in a particular way, i.e. there may be elements of certain styles of thinkpositively dislike doing!

Version 1 of Thinking Styles was launched in 1997 as a beta instrument. Thinkin
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Version 2, supported by reliability and validity data, was launched in April 2001.

74 questions

10 dimensions

internet system

software

paper scoring

bureau processing

easy to read report

Think Smart - Developing the Thinking Performer

supporting the CIPD's new professional standards

a quick and cost-effective way to understand your thinking styles

10 powerful and effective techniques to revolutionise the way you work

your first step towards cognitive fitness

Think Smart has been developed to help understand some of the different ways people think. It identifies thinking strengths and potential weak spots and expladevelop thinking strategies and flexibility. Think Smart gives powerful and effectstrategies which can be applied to all areas of work. This can lead to improved swork through spending time developing thinking skills.

Through a 74 item questionnaire, the Think Smart profile measures preference ldifferent styles of thinking. These are divided into Sensory Focus, People Focus aFocus.

Think Smart is available to individuals to complete on-line using our fully automasystem. Simply pay by credit card, complete the questionnaire and the report isupon completion as a PDF document for self interpretation. We also have option


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for organisations and Independent consultants - contact us for details.

Complete your Think Smart profile today and take your first step towards cognitClick here for further instructions and to complete Think Smart on-line.

organizational and staff attitude surveys

customized for client


bureau processing

easy to read report

Whether you are planning a major strategic overhaul, simply need to analyze a rworking pattern or would like your own surveys processed, consultingtools can oideal customized survey solution for you.

Surveys can be used to pinpoint areas that need development in order to achievindustry quality standards, understand employee concerns and opinion or evalupolicy or procedure. Some of the key areas survey's can investigate are:

Leadership, strategy or resource management

Employee satisfaction, development or training issues

Organizational culture, values or behavioral assessment

Learning, innovation and improvement activities

Ethical, environmental or public impact

consultingtools can assist in managing the project - designing and sending outquestionnaires and collecting data through the Bureau Service by using scanabl

hand entry or on-line questionnaires.

Using our own SurveyView software we can provide detailed reports including a and breakdown of survey items according to each sub-category or demographiccolor graphical displays can be produced to show strengths and development nematter how large or small your requirement, organizational surveys are availablwithout our Consulting Services. Simply contact us with your enquiry.
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customized for client

3 questions on each of the SWOT's

categorized questions

rated questions


bureau processing

easy to read report

SWOT Survey is a process designed to improve the structure and flow of informain an organization. It can be used on its own or as part of a larger project. consudeveloped several versions and can also offer fully customized solutions that allomeasure areas that are most important.

This is an in-depth analysis tool that gets your staff involved in the improvemenSWOT Survey combines qualitative and quantitative data which analyze the folloareas:

Strengths

Weaknesses

Opportunities Threats

TheSWOT Survey takes this traditional method to a new level by asking for the the rating:

An add-on questionnaire allows analysis of pre-set related areas

Demographic information allows analysis by respondent groupings

Rated questions yield quantitative measurable results

The participants give reasons for their ratings and open-ended answers are linked with r

scales

This data can be collected using both on-line and paper-based methods. SWOT Sprocessed into a custom database; a range of analysis can then be performed, brated and the open-ended questions. It can then identify priorities for improveminto the analytical & creative potential of your staff.

data processing bureau service
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outsourcing of projects

data collection

data processing

customized output

consultingtools provides a quality committed data processing team that can offer to a client:

outsourcing of projects

relief from in-house administrative overhead, allowing existing internal resource to conce

business

experience and expert advice

the benefits to employees gained from using an independent, private, confidential and an

service

Our data processing bureau service can be used with:

our off-the-shelf tools

customized projects to meet specific client needs

complete out-sourcing of existing projects

Data can be collected:

on-line over the internet paper questionnaires

scannable forms

e-mail

fax

The service includes:

initial design and distribution of questionnaires

data collection and processing

report design to conform to your corporate style

progress tracking

report production and quality checking

binding and packaging and dispatch of reports

cost-effective resource with personalized customer care

We can carry out as much or as little of the process as you require. Just contact information.

Engaging, local, accessible, affordable programs that can change young people's lives-that'swhat Project Adventure's Youth Programs provide for school groups, colleges/universities,
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religious youth groups, and camps throughout the year.

Our programs foster individual and team growth in anenvironment that is fun, safe and respectful. Usingexperiential activities, we provide opportunities for youthto make positive choices, gain self-confidence and learnskills that are critical to their lifelong development.

Project Adventure empowers youth to experience andpractice leadership, teamwork, problemsolving andconflict resolution.

Each Adventure program is custom-designed to address a group's unique goals and needs.Our clients have come to us with various objectives, including, but not limited to: teambuilding, communication skills, leadership development, recreation, enhanced group decision-making, development of trust, and positive risk-taking. These objectives and other goals areaccomplished through a tailored sequence of Adventure activities.

Program Length: Our programs can range from one day to five days. (Other time framescan be arranged.)

Program Offerings:At our sites in Beverly, Massachusetts and Covington, Georgia, program offerings include:

cooperative games and initiatives

state-of-the-art low and high challenge course

orienteering

Off site facility offerings could include:

cooperative games and initiatives

state-of-the-art low and high challenge course (if inspected by Project Adventure

within one year)

rock climbing

orienteering

Off site program offerings are dependent upon local resources and facilities.Other custom programs are offered upon consultation.Program Locations: Our northeast site is in Beverly, Massachusetts on the beautiful groundsofMoraine Farm. Our location in the southeast is in Covington, Georgia. We also can travel toyour site to work outdoors or in a gym.Program Staff: Our staff are highly professional, certified in First Aid and CPR and qualifiedto work with school aged populations in a variety of settings.Group Size: We can work with large or small groups. Prices are based on a minimum of tenstudents.

Age of Participants: We work with elementary school-aged through college-aged students.Cost: The program costs are as follows:

School aged youth $50/person/day ($500.00 minimum)

College aged participants $55/person/day

Additional costs may include: Travel expenses for PA facilitators

Planning and preparation time

Meals

Project Adventure works with you to custom design each program and to keep expenses to aminimum.
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Because Adventure works!Adventure is transformative-changing perceptions, changingenvironments, changing lives.

Because we understand.Project Adventure began as a physical education program at aMassachusetts high school in 1971. We know that learning begins with

doing-pushing our limits in some way. For 30 years, Adventureprogramming and physical education have been a dynamic match.

Because PA programs make PE a vital part of a student's academicdayFunding for traditional physical education programs is being cut in favor ofprograms that support academic achievement. Like you, we know theconnection between the two. Experience transforms understanding. PAmethodology (appropriate for every level from elementary to college)supports and enhances communication skills, team work, problem solving,pro-social behavior, positive schoolcommunity, and increased self-esteem.

Because PA curriculum meets the federaland state standards for physicaleducation, health and wellness.

Because PA programming is fundableunder Drug-free and Safe School funding,21st Century Grants and other sources

that support positive wellness models.

Project Adventure has three offices in the US and four international locations, allworking to bring the Adventure home to your particular program. We accomplishthis by training educators and professionals in the tools of Adventureprogramming. We offer trainings for the complete beginner, the dabbler and the expert. In addition, PApublishes books and magazines, sells equipment specific to Adventure programmers, offers a monthly

electronic newsletter, and provides installation and inspections of challenge course elements.

How to get started

Attend an open enrollment workshop!

If you've never experienced Adventure programming before, or arelooking to begin a program in your

setting, sign up forAdventure Programming. This five-day intensive training will give you the skillsand experience necessary to start programming in your school. You will learn to safely and effectivelyteach cooperative games, problem solving initiatives, trust building activities, and low and high ropescourse challenge events. Theoretical components are also addressed.

Portable Adventure is a three-day workshop designed for those who have a desire to do Adventureprogramming without a low or high ropes course. All of the cooperative games, trust building andproblem solving initiatives taught in this workshop can be facilitated with portable equipment.

Book a custom workshop at your school. Anything you see in our catalog or on the web site can

be customized for your school. This is a cost-effective way to train a physical education department,or a cross functional group of educators at your school.

To Keep Your Adventure Program Fresh and Vital

Attend open enrollment workshops such as Advanced Facilitation Skills,Adventure Based Counseling,

Technical Skills Intensive(For more information about workshops, call 1-800-468-8898)

Add new elements to your challenge course

Plan a customized on-site training

For more information on how to start a program or to re-vitalize your existing program, call 978-
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524-4554.For information on the installation or inspection of a challenge course, contact 978-524-4550.

Project Adventure's Goals Align with NASPE

NASPE (National Association for Sport and Physical Education)is the largest of the sixNational Associations that make up AAHPERD. Twenty thousand physical education,sport, fitness and kinesiology professionals have joined NASPE to promote quality

physical activity programs, to raise support for physical education and to raise theeffectiveness of the programs they provide

NASPE's definition of a physically educated person:

Demonstrates competency in many movement forms and proficiency in a few

movement forms

Applies movement concepts and principles to the learning and development of

motor skills

Exhibits a physically active lifestyle

Achieves and maintains a health-enhancing level of physical fitness

Demonstrated responsible personal and social behavior in physical settings

Demonstrates understanding and respect for differences among people in

physical activity settings

Understands that physical activity provides opportunities for enjoyment,

challenge, self expression, and social interaction.

Project Adventure meets the NASPE challenge in a fun and engaging way. Whetherindoors or out, with lots of specialized equipment or with what's already in yourequipment room, an adventure awaits you.

CorporationsSchools and UniversitiesTherapeutic AgenciesNon-Profit and Community-based Organizations

Organizations today are being challenged to domore with less, stimulate creative thinking, workeffectively with others and react quickly to theincreasing pace of change. Resources invested instaff training must focus on tangible, practicalskills which encourage people to embrace

change, take risks, communicate, and find newways to solve problems. This is what Project

Adventure can do for you!

Project Adventure has led the experientialconsulting field for more than thirty years. Ourcustomized professional development programsmeet every imaginable training need. We designand conduct leading-edge, cost-effective

programs for thousands of organizationsjust

like yours.

Clients such as Kodak, Boys and Girls Clubs, ThePrincipals' Center at Harvard University,American Red Cross and thousands of public andprivate schools have characterized our programsas fast-paced, highly participative, offering a highlevel of content, involvement and opportunity for

learning. We achieve results by understandingyour specific goals and implementing programs

FIND THE PROGRAM FOR YOU!For more specific information aboutsome of Project Adventure'scustomized consulting options, click onone of the following topics. Don'tworry if you don't see your particularinterest represented here-we candesign an Adventure-based program tomeet your specific needs!

Corporate

Physical Education

Violence Prevention

Youth at Risk

Project Adventure and People

with Disabilities

Residential Treatment

Programs

Challenge Course Technical

Skills

School Age Care and Camps
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that stay within your budget. Youth Program

Practitioner Certification

Where other programs simply talk about theories and concepts, our programs

involve people in a powerful and integrated "learning by doing" approach. Yourgroup will engage in activities and initiatives that encourage critical thinkingand risk taking. Through meaningful experience and skillful facilitation, keylearnings are transferred to the workplace, school or agency.

How to Get Started?

The process is simple: give us a call and we will work with youto assess your needs. Our consultants and trainers are the

very best in the field and they will work closely with you to design an outstanding customized

training program. Call us at 978-524-4554 to speak with our training and development

consultants. The options and results are guaranteed to delight and amaze you!

ting new elements that have already beenSpace Station and Quadraphenia could

ourse. Our new Helix Tower enables youew heights.

traction, Project Adventure has created the swingof the best attributes of the traditional Giantsatisfaction of the Flying Squirrel. A simple,

ter...and...they are! Sharing your zip experienceboth programmatically and experientially. Zip

pace Station platform for a sensation that is newStation may also be used alone as an ideal

y be installed either outdoors or indoors in
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he time of quadraphonic sound and the classichenia is back in a whole new way! The Pamperndividual challenge to a true group experience.adults on a 16" square platform 25' above thee actively involved in this onefour belayers as

henia can easily be added to many existing pole

a very cool climbing experience by adding aas a relentless overhang for the inveterateJust looking at it makes you want to climb. The

free-rappelling from the top (full) deck. Access iss.

without the constraints of appropriate treence of poles. Our freestanding wall is slightly

blem-solve. The climb down from the platform isated lumber and MDO plywood (traffic sign

assessment tools we use.

es Assessment

t

astering Success)

TthD

The ability to interact effectively with people (Emo

of business success. This DISC-based instrument communication system that produces more effect

interacting with distinctly different styles. It is tailProfessionals and Managers/Employees and helps

Understanding their own behavioral style

Recognizing and utilizing the differences in

them

Delivering what others need to do their be

s & Values AssessmentBeyond skills and experience, knowing your staff'hiring and retaining the right employee for the rig

source of conflicts between people, identify if an ecorporate culture, and help you communicate to t

This assessment cuts across title and role to the htruly value and care about most.

Understand your own motivators, passions

Recognize others' core attitudes and see th

Learn how to motivate people on their term

ssessment
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The 360o feedback was designed as a component continual learning and performance. It gathers inf

from several stakeholders (boss, peers, employeecustomers) about an individual's effectiveness and

Customizable to the issues the organizatio

Management/Coaching, Leadership, EmpowCommunications, Teamwork, Quality, Cust

Able to highlight the gap between current

Accompanied by a professional developme

Comparative over time to track results

And Mastering Success)T.E.A.M.S. was designed to provide the tools and

clarify what makes the group effective or ineffectiassessing the following:

Work Management Skills: How the team de

tasks and resources related to their missio

Group Processes: Group functions such as

learning, creativity and many other areas.

Relationships: Feelings, attitudes and beha

interpersonal relationships with one anothe

Leadership: How the team leader functions

the team process and the specific elements

survey.

If a job could speak, what would it say it needs to

Performance was designed as a system for identifconfiguration of Skills, Intelligence, Behavior, Atti

job. It makes the hiring process more efficient an

Identifying the hierarchy of relevant compe

Clarifying divergent views and issues abou

Prioritizing and validating the competencie

Providing interview questions and a basis f

Our solutions don't end at the installation phase.

A critical component to our success is the consulting, service andsupport we provide to ensure our system is used responsibly andeffectively. Thomas International offers Technical Support, TeamDevelopment Training, Ongoing Research and Development, SoftwareUpgrades, Newsletters and Client Workshops.


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Highly qualified and experienced Thomas International consultantsprovide customised solutions, on-site support, training and facilitation.Monthly certification training programs provide managers and humanresource professionals with knowledge and skills in analysing jobs,assessing person to job fit, dealing with communication and

relationship challenges objectively, and coaching people to higherlevels of performance.

The long-term application of the Thomas International suite ofproducts enables companies to:

Analyse behavioural requirements of the job. Understand the management and training costs involved for a

particular person in a particular job.

Analyse current performers and close the performance gaps.

Create an objective and common language for dealing withcommunication and relationship challenges.

Encourage the giving and receiving of open and honestfeedback.

Value the strengths in others and the differences in behaviouralstyle.

Motivate and manage individuals based on their behavioural

style.

Align current team culture with ideal team culture and businessstrategy.

"Speed read" people and situations to assess whether behaviourmodification is appropriate and if so what plan of action isnecessary

Myers-Briggs in OrganizationsWhen was the last time you provided your volunteers and staff a trainingexperience that was relevant to their nonprofit work and their personallives? That was useful and fun? That increased awareness of self andothers?


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Association Works offers a series of self-affirming Myers-Briggs TypeIndicator (MBTI) training programs that permit your Board, Committee andstaff members to better understand and value their individual strengths andunique gifts. Through thoughtful exploration of predictable patterns--ortypes--of behavior, program participants acquire useful insights that

enhance their personal and professional communications, cooperation andproductivity.The MBTI, a validated self-report questionnaire, is the most widely usedinstrument for understanding normal personality similarities and differencesin the world. Based on Carl Jung's theory of psychological type, the MBTIreports natural individual preferences for energy, information gathering,decision-making and lifestyle. It can be used to support effective:

Self-development Organizational development Volunteer/staff leadership training Team building

Communications enhancement Change management Conflict resolution/problem solving

Whether introducing MBTI to your organization . . . refreshing fundamentalconcepts for key players . . . or expanding current MBTI competencies,Association Works has a program for you. Led by a nationally qualifiedinstructor in accordance with highest training and ethical standards, ourofferings can help you to take your volunteers and staff to a new level ofindividual and team performance.Let us tailor an MBTI program to meet your organization's developmental

needs. You'll be glad you did.We guarantee it.


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Team Assessmentshttp://www.meissed.com/assessments_team.htm

The Team Alignment Questionnaire

Team Alignment Questionnaire - This assessment has been used by hundreds of teams tomeasure the trust levels and communication levels on the team.

Background

The Team Alignment Questionnaire was developed by Dr. Ralph Colby in 1980, to provide amethod of benchmarking the trust level within a team and the effectiveness of communicationabout issues critical to a team's success Purpose, Values, Vision, Goals, Procedures andRoles.

There are two parts to the questionnaire. Part A measures the trust level, and Part B theeffectiveness of communication; however, when team members complete the questionnaire on

the Internet they will not be aware of the fact that there are two parts they will just answer 40questions.

Internet Processing

Using the Internet-based processing functionality that we have developed provides you with easyaccess to this powerful assessment instrument, eliminates paperwork and postage, and makesreports immediately available once team members have completed the questionnaires.

The process involves the following steps:

1. Set up an account with Meiss Education Institute by contacting

[email protected]. When you have a team to process, you send us the details of the team name andcompany, and the names and email addresses of the team members. We also need toknow the date that you will need the results so we can schedule the email requesting thatthey complete the questionnaire.

3. At the nominated time and date, each team member will receive the email with their IDand password, and the URL to go to, where they will be directed to the questionnaire tocomplete.

4. When all questionnaires are complete we down-load the information and print out thereports.

The ReportsThere are two reports for each team member:

Team Structure ReportThis report is measuring two things:Clarity- how clear each individual believes the team is on the team'spurpose, values,vision, goals, procedures and roles.

Approval- to what degree each individual approves of the team's purpose, values, vision,goals, procedures and roles.

It is important to understand the difference here between what we are measuring on clarity andapproval. With clarity, we are measuring each team members perception of how clear the teamis. It is quite possible that an individual, the team leader for example, may be very clear on the
mailto:[email protected]:[email protected]


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vision for the team, but believe that the team is very unclear about that vision he or she maynot have shared it yet!With approval, we are measuring the individual's personal approval. So you can have a happysmiling yellow face in a very unclear position on the graph, indicating that this person is clearabout that item, and approves of it, but believes that the team is very unclear about it. The facethat has a green circle around it includes this team members perception.The main benefit of the Team Structure Report is that you can see at a glance in which of thesekey areas you need to focus on increasing clarity, and where there is a need for more agreement.The materials in Module 1 of The Team Development Process (TDP) provide you with amethodology for working with the team to achieve clarity and agreement ofpurpose, values,vision and goals.Secondly, by repeating the exercise in 6 months time, you have concrete evidence that the teamis more focused and aligned. The team will be well aware of that by then anyway and will bepleased to see the better result themselves.

The Management Development Competency Assessment

The Management Development Competency Assessment is a 50 item, 360 degreemeasurement of the competencies that The Management Development Process addresses,thereby providing the opportunity to assess the development needs of each manager both pre

and post training.

As the term suggests, 360 degree profiling is designed to give an all-round view of themanagers performance. Where possible, views are sought from the manager being assessed,their manager, four to six peers, four to six direct reports and if required, four to six "internalcustomers".

The Management Development Competency Assessment provides managers with specificobjectives to focus on as they go through The Management Development Process as well asfeedback on how they are performing as they apply what they are learning.

It gives the manager control over his or her own development.

Internet Based Assessment

The Management Development Competency Assessment is completely Internet-based. Thebenefit of using the Internet is the speed of processing and immediate availability of the resultsonce the minimum number of responses has been received. It also eliminates the need for up-front investment in software. There is also the option of adding up to 10 additional questions thatare specifically client related for a small additional fee.

The steps in the process for using the Internet service are:

1. Information on the organization, the managers being rated, the employees who will berating them, and their email addresses, are entered into the database. In the case of a

large organization these details can be imported from an export file created by theorganization.2. The system will automatically generate an email to all selected raters requesting that they

log on to the appropriate web site, enter their password (as supplied in the email tothem), follow the on-line instructions and answer the questionnaires that have beenassigned to them.

3. If people take longer than the required time (7 to 14 days) to respond to thequestionnaire, they will be sent an email reminder automatically.

4. Once the minimum number of responses has been collected, the results can be viewedon-line or printed out by pre-approved persons. On-line instructions are provided.


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The competencies assessed in this profile are:Self-Awareness

1. Behavioral Awareness2. Emotional Awareness3. Self-Assessment

4. Self-confidence5. Behavioral Adaptability

Change Management

11. Communicates Change12. Flexibility13. Problem Solving14. Adaptability15. Supportiveness

Communication Skills

21. Appreciation of Others22. Gives Feedback23. Receptivity to Feedback24. Listens Effectively25. Directness

Managing Own Performance

31. Planning32. Prioritizing33. Coordinating with Others34. Managing Interruptions35. Meeting Management

Managing Innovation

41. Receptivity to New Ideas42. Encourages Innovation43. Facilitates Change44. Follow-through45. Team Capabilities

Personal Responsibility

6. Trustworthiness7. Accepts Responsibility8. Optimism

9. Achievement Orientation10.Commitment

Interpersonal Skills

16. Communication17. Facilitation Skills18. Conflict Resolution19. Trust Building Ability20. Motivation

Managing Differences

26. Awareness of Diversity27. Comfort with Diversity28. Acceptance of Others29. Empathy30. Commitment to Diversity

Managing Others Performance

36. Problem Identification37. Task Analysis38. Counseling Skills39. Coaching Skills40. Mentoring Skills

Leadership

46. Management/Leadership Balance47. Inspires Others48. Develops Leadership in Others49. Willingness to Follow50. Vision

Organizational Assessments

Workplace Wellness Study

Workplace Wellness Study - The Workplace Wellness Study (WWS) benchmarks anorganizations work environment against International Standards and World Class Scores. 27workplace wellness factors are used to generate three important measures:

1. Shared Values measure the Values Tension Index in the organization2. Job Satisfactions measures the organizations marketplace competitiveness3. People Systems measure the levels of intrinsic motivation in employees


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This study has been used since 1989 with over 2200 sites worldwide. It is based on a studybegun in 1972 at the University of Chicago designed to learn about the values and attitudes ofworkers, supervisors and managers in 32 Standard Industrial Codes Areas in the United Statesand 40 other countries. Their studies include data from over 17 million completed surveys. Thesedata form the foundation of the Workplace Wellness study. Twenty-Seven Elements Of A WorkEnvironment

GROUP ONE GROUP TWO GROUP THREE

Heroic Principles &Values

Job Satisfaction Issues Business & PeopleFundamentals

Monitoring Values Honesty - Individual &

Organisational Truthfulness -

Individual &Management

Trust

Receptivity to NewIdeas

Encouragement toTake Risk

Giving Credit

Putting the Interest ofOthers First

Mentoring - gettinghelp when you need it

Monitoring IndividualSatisfaction Levels

Having Control Of MyJob

Believing FairnessExists

Having Fun on the Job

Feeling Valued by Co-Workers

Feeling Accepted byCo-Workers

Feeling Well-Informed

Feeling Trusted byManagement

Enjoying Consistent &BelievableManagement

Having Pride in theOrganisation

The People Systems: TheEnd Product & Red Tape

Product Quality

Customer Service

Ethics & Values

Leadership

Hiring Practices

Appraisal & Evaluation Compensation

PromotionalOpportunity

Communication & Self-Expression

New EmployeeOrientation

Building Teams with Style

Building Teams with Style is a powerful session of team-building and insight focused ontaking your team to the next level of performance. It is designed for intact work teams interestedand committed to achieving team transformation.

Teams use the Extended DISC Team Analysis Report to identify and explore their naturalstrengths and weaknesses. By the end of the session, teams will:

Understand the teams natural behavior style and how it affects performance.

Learn about high performance teams. Develop strategies to work more effectively within the team and beyond the teams

boundaries. Use a '5P' Toolkit to create specific performance improvement agreements and plans.

Half-day and full-day versions are available.Special note:Creating Better Results with StyleCBRS is a prerequisite for this session. Bycompleting CBRS , all team members will have completed and received the Extended
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DISC Personal Analysis Report. These individual profiles become the basis by which the TeamAnalysis Report is created.

Creating Better Results with Style

This dynamic and interactive half-day or full-day program will provide the tools to build more

productive relationships with:

Clients

Peers Boss

Direct Reports Team members

It is for anyone who is interested in being more effective in handling employee, client, and teamdynamics.Participants will complete a short 24-question on-line survey prior to the program. This yields theirown six-page Extended DISC Personal Analysis Report that is used to help them understand

their natural interpersonal style. By the end of this workshop, participants will: Understand their interpersonal style and how it affects others. Practice and learn how to identify others styles.

Have strategies to work more effectively with those who are different from themselves.

Develop a specific action plan to improve key working relationships with co-workers,clients or other important people in their life.

Videos, practical worksheets, exercises, case studies and job aids are used to help participantstranslate their learnings into immediately applicable skills after the workshop.

Comprehensive Personality Profile

The CPP was developed as a tool for today's HR consulting environment, including specializedsettings such as forensic evaluations. And, since it integrates all aspects of an individual's life, it isalso a great adjunct to other, more specific reports. Based on 15 years of research and over 20years of clinical experience the CPP elucidates over a hundred multiple-trait combinations andinteractions, and covers diverse areas of functioning grouped into the following six categories toprovide an in-depth understanding of the client's whole personality:

Cognitive and Perceptual Functioning

Interpersonal Style Intimate Relationships

Occupational Considerations

Personality Dynamics

Therapeutic and Counseling Issues


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Teamwork Development Report

Generated from the 16PF Fifth Edition questionnaire, this report is a useful tool in organizationaland human resources applications. The 16PF Teamwork Development Report interprets 16PFpersonality factor scales as they relate to teamwork issues. It can be generated for an individualteam member, or for an entire team of up to 15 people. (When team sizes exceed more than adozen or so people, it is likely that the group includes more than one team. The 16PF TeamworkDevelopment Report is best designed for use with a single-team group.)

Human Resource Development Report

This report is generated from the 16PF Fifth Edition Questionnaire. In business and industrialcounseling settings, it addresses an individual's management style, offers valuable support inmanagement development decisions and serves as an effective training tool. In addition to thecounselor's pages that include scales and scores, the report offers a 5-page narrative. It focuseson five management dimensions: Leadership Style, Interacting with Others, Decision Making,Initiative and Personal Adjustment. Frequently identified in research and literature in successfulmanagers, these dimensions enable you to make a reasonable forecast of a candidate'smanagement potential and style.

Personal Career Development Profile Plus:

In addition to facilitating the process of career exploration, the PCDP provides insights forselection decisions and on-the-job performance effectiveness planning. However, there are timeswhen counselors, consultants, and human resource professionals prefer to encourage theirclients or employees to embark upon a more in-depth process of self-understanding and planningfor the future. The PCDP Plus is an ideal supplement for this purpose.The PCDP Plus consists of a series of Self-Review and Planning exercises designed to assistpeople in assessing their personal strengths, work-related and career interests, as well as their

needs for personal development. This 7-page addendum to the PCDP also facilitates theconstruction of action plans for personal development so that educational, work-related, andcareer goals can be reached.


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Leadership Analysis Report

This new report helps clients explore and expand their understanding of the leadership style theyuse in organizations and how others might perceive and react to it. The information in this reportis based on responses to two instruments: the FIRO-B Fundamental Interpersonal RelationsOrientation-Behavior) and the MBTI (Myers-Briggs Type Indicator).

Both instruments tap into key aspects of personality and behavior in areas such ascommunication, problem solving, decision-making, and interpersonal relations. Yet, eachinstrument is distinct, providing a view of the client's leadership approach from a slightly differentvantage point. Together, they complement each other and provide rich information of use in apersonal, ongoing leadership development program.

Are Your Teams Stuck? Try ZIP!by Michael Zosel, M. Ed.

It is getting increasingly difficult to keep up with the growing demands ofthe marketplace. In all industries, customers now expect McDonaldsspeed, Motorola quality, and L.L. Bean service.

In the 90s, many organizations took their employees through teamtraining. The response was favorable. On a departmental basis, mostorganizations made steady productivity improvements within their own

domains. Unfortunately, cross-functional process problems still persistcausing inadequate quality and service.

It is common to hear employees say, If it wasnt for Dept. XYZ, wecouldve gotten that project done on time. Cross-functional inefficienciescan slowly strangle an organizations profitability and bring down themorale of the organization.

Weve all been there. Fingers begin to point. Whispering can be heardbehind the gray cubicles. Worst of all, dissatisfied customers begin to tellnasty tales about your substandard products or service. Customers and

employees get fed up and look elsewhere. Its not fun.

There is hope. The Employee Involvement Association studied 11companies who have Team-based Suggestion Plans from 1983 - 1994.The companies included manufacturers, banks, and airlines. The averagedollar value per idea was $25,500. When you factor in employee time towork on the projects (i.e. 1 hour/week for five months), the return oninvestment can be as high as 318%. So why arent more companies


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taking advantage of this? One of the reasons may be Linear ProblemSolving.

The Problem with Linear Problem Solving

The Linear Problem Solving method is the most common method used by

businesses tackle operational problems (i.e. define the problem,determine root cause, find solution, etc). Although it has have beenhelpful, this method is starting to collect dust. Results from a recentbenchmark study conducted by Vision Performance revealed that only 1out of 35 companies interviewed in the Twin Cities claimed that they havean active process improvement system that gets quantifiable results. Inessence, many companies teach problem solving techniques, but theydont have time to use it.

Heres why. Linear Problem Solving methods require 16-40 hours oftraining to learn and projects take approximately 160 days to complete.

Todays organizations are simply too dynamic for this type of method.

Try the Zigzag Improvement Process (ZIP)

ZIP is a process improvement training program developed by VisionPerformance that gets results. It helps teams develop processimprovements in 60 days or less. This time frame excludes decisions thatinvolve large scale implementation projects.

ZIP can be compared to climbing a mountain. The easiest way to get tothe top is to traverse laterally. If you travel in a vertical/linear direction,you may get tired or stuck. On the other hand, ZIP uses innovative andpractical tools that allow teams to zig and zag quickly through criticalissues. Reaching team goals can be achieved using seven key steps.1. Assess Performance2. Define Your Opportunity3. Identify Reasons for Performance Gaps4. Play with Ideas5. Decide as a Team6. Make it Happen7. Celebrate the Results

The zigzag method for arriving at breakthrough solutions may appearstrange. It was not how we were taught in school. Linear methods wereemphasized.

Microelectronics and Computer Technology Corporation (MCTC)conducted an interesting study on how people solve problems. Theresults of the study revealed that the Designers did not follow a linear


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process when solving an elevator problem. They actually experimentedwith ideas in a zigzag fashion until they arrived at the best solution.

This non-linear approach is not a sign of stupidity or a lack of discipline,but an indication that we naturally solve problems in a zigzag manner.Linear problem solving is effective for calculating math problems or fixing

a machine, but it has not been as effective for solving complex issues thathave limited data and short time frames.

Comparison Chart

Listed below is a comparison chart between the ZIP method and Linear Methods:

ZIP Method Linear Methods

Focuses on: Opportunities ProblemsApproach Dynamic Scientific

Training time 8 hours 16-40 hoursAverage time tocomplete projects

60 days 160 days

On-time completionrate

High Low

Used for: All businessfunctions

Manufacturing(Primarily)

Provides workbookfor projects

Yes No

Communication skillsemphasized

Yes No

ROI emphasized Yes NoThinking used Left and right brain Left brain

Perhaps the biggest advantage of ZIP is that the 8-hour training program teaches

employees versatility skills. When working on a ZIP project, the trainees are trained to

shift psychological gears four times (1. analytical, 2. creative, 3. decisive, and 4.supportive). All four modes of thinking are necessary depending on the phase of the

project. Employees who can adapt during a ZIP project are invaluable.

Initial Results Are Promising

Donna Shorten, MRP Manager from Caterpillar Paving Products in Minneapolis,MN, was frustrated because many of her employees had great ideas but theywere unsure how to implement them, especially when the ideas involve otherdepartments. She took her department team through the 8-hour ZIP trainingcourse.


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The ZIP program has helped my team develop better communication andproblem solving skills, says Shorten. They work much better together now andare currently using the tools and techniques to solve cross-functional problemsusing the ZIP workbook.

Another attractive feature that makes ZIP unique is that it provides theemployees with an easy to follow workbook for completing performanceimprovement projects successfully. During each step of the process, it providesinstructions and examples on the even numbered pages and a blank worksheetfor the team to fill out on the odd numbered pages. ZIP workbooks makeperformance improvement projects much easier.

ZIP is dynamic, comprehensive, and cost-effective. Your employees will beeagerly involved and making a real difference. Cross-functional performanceand customer satisfaction will steadily improve. Everyone wins with ZIP

21st Century Leadership

This introductory leadership workshop uses the Kotter model of leadership and change as afoundation to explore the changing workforce and its impact on todays leader. This highlyinteractive workshop builds knowledge and skills around critical leadership styles and behaviors.

Areas explored include:

The difference between leading and managing

Setting vision/direction for the organization/function

Situational leadership Style in leadership using the Extended DISC System

This workshop is for new supervisors or managers seeking a solid framework for leading. It is agreat workshop for those wishing to update or refresh their leadership knowledge.The 21st Century Leadership workshop can be implemented in a half-day or full-day program.Delivery includes Extended DISC Personal Analysis and Leadership Profile, case studies,paired and group activities, work plans and commitment sheets.

Extended DISC Job Analysis

Extended DISCJob Analysis provides specific information to assist you in clearlydefining and prioritizing the behavioral requirements of your specific job positions. Mostof our clients are quite comfortable in specifying the skills and competencies needed in a

job to produce the desired results. However, they usually have difficulty in definingwhat behaviors are the most important and necessary.

Extended DISCJob Analysis forces the assessors to prioritize the behaviors for aparticular job. Experience has shown that often assessors demand behaviors that arenearly impossible to be fulfilled by one individual. Also, what one assessor considersimportant for a job can be quite different than what another one does. Extended DISCJob Analysis will clearly identify these issues and provides guidance as to how toresolve them.
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Extended DISCJob Analysis ensures that the most critical behaviors are clearly definedand understood. It is available for the following job categories:

Leadership

Management Sales Customer service Team Project IT Entrepreneurial Administrative Training

Extended DISCJob Analysis allows the users to define the behaviors that improve

employees performance and to compare the results to the employees styles to pinpointdevelopment efforts. The users can clearly see where gaps exist between the jobrequirements and the preferences of the employees.

Organizational Design & Development Consulting

Seeking business growth in todays competitive environment is leading companies to examine theimpact of sound organizational and human capital management. As a strategic human resourcemanagement consulting firm, St. Aubin, Haggerty & Associates recognizes the critical need toleverage and maximize the potential of your people, and is committed to providing innovative andcustomized solutions to meet your unique organizational needs.

Our consultants are skilled at taking a strategic, yet practical, look at your organization and itsunique challenges. This approach allows us to provide solutions that meet your needs and tailorour involvement and recommended solutions to you.

Because we measure our success by the success of our clients, we focus on enhancing theirlong-term objectives by providing these consulting services:

Accelerated Staffing & Planning Process (ASAPP )

Executive & Managerial Coaching

Organizational Studies

Performance Management Process

Strategic Human Capital Planning

Team Excellence

Organizational Design and DevelopmentSH&A offers organizational development consulting ranging from department-based interventionsto company-wide culture change. Some of the organizational development services we offer are:

Change Management

Climate Survey and Action Implementation

Executive Team Development

Executive Retreats
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Individual Executive Development

Leadership and Culture Development

Merger/Acquisition Integration Strategy Role and Responsibility Charting (or mapping)

Organizational Design

Succession Planning

Strategic Human Capital Planning

SH&A will collaborate with you to determine the appropriate development tools, or combination oftools, that would most benefit your organization. We are committed to ensuring thatorganizational development is effectively and creatively applied to meet your specific needs.

Performance SkillsLeader

The First Internet Solution that Makes 360Feedback Better,Faster, and Easier!

For Speed and Ease-of-Use Choose Online Administration.Take questionnaires online or use paper/pencil. We canprint your reports or you can print your own. Whatever youwant to do, you can do. Confidentiality for everyone isassured.Leaders will Discover how they Measure up in these FiveVital Areas of Leadership Focus.

Feedback on Leadership, Data Friendly Graphics Pinpoint Needs ata Glance

Our comprehensive reports use graphics when graphicssimplify learning and interpretation. Adult Learningprinciples guided report design not technical capability.


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Reports identify highest development needs, keydifferences with Manager, highest rated items andcompetenciesall from peers, direct reports, self andManager. Development Suggestions target specificbehavioral needs so leaders can impact coworker

perceptions even before any training has taken place.

Participants Rate Specific Observable Leadership Behaviors, not a Generic

Competency

Exceptional Service & Support

Choose as much or as little as you need. We provide train-the-trainer facilitators for interpreting results, customizedcompetency models or reports. There are also off-the-shelfguides and booklets so your internal instructors can coachand lead participants through their results.

Leadership EffectivenessProfileClick HERE for a Free Demo!Using the Leadership Effectiveness Profile will helpdetermine whether/which other Profiles should be used fora more complete picture of an individuals effectiveness asa leader.The Leadership Effectiveness Profile assesses eightleadership competencies:

Emotional Intelligence Contextual Thinking Directional Clarity Creative Assimilation/People Enablement Reciprocal Communications Change Orchestration Drive/Persistence
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Emotional IntelligenceProfileClick HERE for a Free Demo!Emotional Intelligence is a key factor in personal andprofessional intelligence, but how can we develop itcompletely if we have not measured it?This Profile uses participant responses to specificsituations, real and hypothetical, on two scales: Degree ofStructure, and Motivation or Drive, creating a four-quadrant grid to help describe the tendency to draw onone or more of the following styles:

Reflective Conceptual

Empathetic Organized

The EI Profile plots relative individual scores in all thesequadrants, and provides detailedexplanatory/interpretative notes.

Problem Solving andDecision Making ProfileClick HERE for a Free Demo!This Profile measures an individual's ability to solveproblems and make decisions using the followingcompetencies:

Critical Thinking Data Gathering and Processing Tool Selection Methods Lateral Conceptualization Alternative Weighing Ability Risk Assessment Skills

Perception Judgment

The report gives individuals a clear indication of theirrelative performance in each competency, as well asdetailed interpretative notes to use in personal action-planning.
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TeambuildingEffectiveness -Click HERE for a Free Demo!This instrument looks at an individual's ability to effectivelybuild the team using the Forming, Storming, Norming andPerforming model and using seven separate categories inall.This instrument looks at the ability to effectively build ateam using the Forming, Storming, Norming, andPerforming model. It is critical to understand the stagesthrough which a typical team will travel over time. Withinthese stages seven categories of teambuilding competencycan be derived.

Catalog: Team Training

Creating Team SynergyA One-Day Workshop

Objective: To improve team productivity, efficiency, andcommitment to qualityIntended for: Team members at all organizational levelsTime required: One day or two half-days (see fullagenda)Product format: One-day workshop

Have you ever witnessed a winning sports team, a well-rehearsed orchestra, or a synchronized surgical unit andfelt the commitment and energy the team demonstrated?What you saw was more than just teamwork - it was teamsynergy, a phenomenon that occurs when a teamachieves greater results than the sum of its parts.

Creating Team Synergyis a complete, ready-to-train workshop(see full agenda) that revolves around five key issues that can block teameffectiveness. Using learning instruments, hands-on activities, and an interactive team simulation,teams gain a clearer sense of direction, clarify roles and responsibilities, improve operating

processes, and bolster both interpersonal and interteam relationships.

Creating Team SynergyLearning Outcomes:

Understand the stages of team effectiveness

Pinpoint the team's current level of development

Recognize and eliminate blockages to maximum performance

Define criteria for meaningful mission, vision, and goal statements
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Identify team member communication styles

Capitalize on team members' communication similarities and differences

Reinforce team decision making skills

Determine ways to strengthen relationships with other groups and teams

Creating Team Synergyis flexible! Ideal for teams at all levels, theworkshop can be presented in one full day, two half-day sessions, or combined with other trainingsessions to create an expanded learning experience.

Getting StartedTo get started, order one Facilitator Kit and one Participant Guideper participant. The Facilitator Kit includes a Facilitator Guide andenough reusable exercise materials to train up to 18 participants.

Additional exercise materials may be ordered for larger groups.Note that there are no Participant Guides in the Facilitator Kit.

You need to know who people are-not just what they can dofor you.

The PASport Profile recognizes an individuals patterns andtendencies to determine an individuals communication style. Theindividual completes a questionnaire online or on paper to producea personal profile. The individual submits the same questionnairesto friends, colleagues, and/or peers to evaluate the individual.Based on the information gathered the individual receives afeedback report on their communication style and an action plan toensure long lasting and trusting relationships.

Results and Benefits You can expect Include: Knowledge of your communication style and

others Action plan for communicating with others

Ability to motivate others

Increased levels of trust

Reduced interpersonal conflictsThe PASport Communications Program includesthe following elements:

Communication Style Survey

Communications Style Profile

Mentor's Guide

Emotional IntelligenceSkillMap


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Emotional

Effectiveness

SkillMap

Assessment andDevelopmentGuidebook

Also see:

EmotionalIntelligence Video(Free Preview)

Behavior StyleAssessment

Interpersonal Skills

Live OnlineTraining

Teams, Conflict andTrust

The term emotional intelligence has been used by many

leading researchers to describe a form of social intelligence

that involves the ability to monitor feelings and emotions (of

yourself and others) and to use this information to guide your

thoughts and actions. Extensive research on the subject has

determined that those who exhibit a high degree of emotional

intelligence tend to be more fulfilled and productive than others

in every area of their lives: personal, professional, and family.

"Emotional Intelligence" is essentially the non-cognitive

capacity to create positive outcomes in your relationships with

others and with yourself.

"Emotional Effectiveness"refers to specific skills, habits and

attitudesthe personal and social skills that lead to superior

performance. By developing or enhancing these skills, you cansignificantly improve your capacity for personal and

professional success.

EMOTIONAL EFFECTIVENESS CATEGORIES - Based upon

extensive research and field validation, the assessment

measures relative strengths and growth opportunities in the

following categories:

PERSONAL

Self-AwarenessConfidence & Self-EsteemSelf-Control

AuthenticityOptimism &ResilienceSelf-Actualization

SOCIALEmpathySpirit of ServiceSocial AwarenessInterpersonal InfluenceCommunicationCollaboration
http://www.corporateperspectives.com/eiorder.dochttp://www.corporateperspectives.com/eiorder.dochttp://www.corporateperspectives.com/eiorder.doc


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Managing The Team.

Become the

manager, team

leader,

supervisor

everybody wants

to work for!

Successful management requires a wide range of skills. Whenyour team fail to perform sometimes its hard to know where tostart to meet the standards required.

When standards drop, upper management blames the manager,the manager blames the team and the team uses a range ofexcuses from poor resources to poor management. So as amanager, team leader or supervisor your credibility is on theline. Eliminate this happening to you by attending our

Managing The Team

A 2-day Workshop

Well show you how to

Go from Team Player to Team Manager What thedifferences are, and how to ensure everyone knows


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where they stand.

The type of leadership qualities required toachieve success.

Get from good to great - management andleadership skills that work in the real world.

Master the difference between management andactually managing.

Transform yourself from someone who

understands leadership and managing, into aperson who successfully leads from the front.

Discover if your character activates and empowersyour leadership and management ability or standsin the way of your success.

Take a Hands On approach Effective leadershipskills for managing on the road and at the office.

Set Performance Standards Where to start and geteveryone to understand your expectations.

Increase Accountability Reviewing performanceagainst targets so your team is aware theyreaccountable for their own goals.

Develop Team SpiritIf you want to be successful

you have to have a team with everyone playing onthe same side. Discover the fundamentals of turningyour team into a winning team.

Handle ConflictIf youre faced with aggressive,negative, disagreeable, ineffective people, thismodule will help you assess your options available;


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and how to apply them to each situation for asuccessful outcome.

Delegate Effectively With so many key areas totake care of, being able to delegatecan mean thedifference between success and failure.

Improve Time Management by scheduling yourtime to allow you to manage yourself, others andyour workload.

Recruit The Best Staff discover Advertising Ploysto attract the top performers, and interview skills to

ensure you get you truthful answers.

Set Agendas for Meetings What to do to make yourmeeting a success.

Set effective targets and incentives Make workfun for your people so they exceed their targets.

Communicate Effectively Understanding genderdifferences so that you get the best out ofeveryone. Letter writing skills. Verbalcommunication skills and body language from one ofthe countrys few experts.

Workshop Programme

1. From team to team manager the differences.

2. Time Management.

3. Job Descriptions.

4. Recruitment How to recruit the best staff.

5. The effectiveness of psychometric testing andbehavioural analysis.

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